A lot of companies are trying to figure out new standards for remote work. Here in the US, it’s largely up to each company or each jurisdiction (because, State’s Rights.) As a result, there isn’t a coherent set of rules to follow. We thought we’d look at what other countries are doing about remote and hybrid work and see if we can identify best practices.
Some Unique Policies
I’ve cherry-picked some of the more interesting policies from around the world:
Norway Working hours rules (the Working Environment Act) will be applicable to employees working from home. The working hours rules include not working at night or on Sundays. Employers will therefore be responsible for ensuring that the working hours rules are followed. The rules related to the psycho-social work environment also will apply to employees working from home. Employers should therefore make sure to implement the psychosocial and physical work environment legal requirements into their own home office policies.
Peru Unless agreed otherwise agreed between the parties, employers should provide necessary work tools and bear the cost of electricity and internet access. Employers must respect teleworkers’ right to digitally disconnect after work and their right to privacy of communications. However, teleworkers must be available to their employer during the working day and fully comply with their work obligations.
Turkey All expenses related to telework should be reimbursed by the employer to the employee. Compensation for such expenses should be agreed upon between the employee and reflected in the employment contract.
And Some Policy Similarities
As we examine other countries, there are a lot of similarities, and some consistency is starting to emerge. Whether it’s Germany’s “Arbeit auf Abruf," or France’s “Charte du Télétravail,” the most common features in all these nations are:
- There should be a written contract outlining expectations for both employers and employees.
- The employer is responsible for the cost (and maintenance) of any equipment that’s part of the job expectations. This includes internet access, computer/device maintenance and the ergonomics of the workspace.
- Labor laws and standards apply regardless of whether someone works from home or not. In other words, you can’t trade flexibility or convenience for basic legal protections.
- People have the right to request work from home or other flexibility if they can prove the job doesn’t require co-location. Employers have the right to refuse but must provide reasons. Job descriptions must accurately reflect this balance. Put another way, no bait and switch where the job promises flexibility then doesn’t follow up.
- All national laws pertaining to disabilities, discrimination, and legal protections apply regardless of where that person works.
Employers wishing to become talent magnets and expand internationally or include overseas talent, take heed. You’ll have to develop and follow the best practices the rest of the world are establishing.
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